Questions On Strategic Human Resource Management

1932 Words4 Pages
bulb-icon

Recommended: Human resources attraction and retention

ASSIGNMENT Of STRATEGIC HUMAN RESOURCE MANAGEMENT BUS 721 Submitted to- Submitted from- Rana Salehi Tarun Duhan CIB00002G7 Assignment of Corporate Strategy and Planning. 1. A. 3 major differences between HRM and SHRM are 1. Focus- HRM- Focuses is on the need of the employees working for the company. SHRM- Focuses is on the needs of internal and external employees. Example- In tarmac, HR manager is concerned about the well-being of employee, but SHR manager is concerned about the well-being of internal and external employees. 2. Accountability- HRM- Manager has cost as the center. SHRM- Manager has investment as the center of his work. Example- In Tarmac, HR manager is concerned about the Cost of the product or service, but in SHR manager is concerned about the investment required for the product or service. 3. Initiatives- HRM- The work of manager is slow and reactive. SHRM- The works speed of manager is fast and is a proactive type. Example- In tarmac, HR manager has a slow work speed, but SHR manager works in a high speed environment. 1. B. 4 roles of SHRM in Tarmac are Role 1- Strategic Partner- It is a dual role for the HR manager in Tarmac, he occupies himself in the designing and recruiting human resource for the company. He is also determined about the success of the steps taken by him for the benefit of the company. He has to keep a close check on the progress of his strategies and the decisions made by him. He has the ability to question his self-decision many times and think over the decisions over and over in his mind. Example- any change decided by Tarmac has to be run through HR manager as he is the person who decides about how th... ... middle of paper ... ...s. Example- HR manager in tarmac is also responsible for the profits and investment made from and to the human resource. And also what benefits did the company receive if they adopted a new HR Strategy. Implementing new strategies- 1. Loss to the company is a crucial stage for the business. HRM is also an important part of finding about what went wrong with the company. He needs to develop new strategy and implement it among the employee. 2. To increase productivity and sales the HRM need to provide training and seminars for the new technologies and to make the employee aware about the ongoing trend in the market. Example- Due to diverse nature in the work place there can be some mi-understanding within the company and this can lead to catastrophic environment. So it is necessary for the employee to keep regular tabs with the HR manager for the correct information.

Show More
Related

  • SWOT Analysis for Telerik´s Communication System

    872 Words  | 2 Pages

    14. What is the difference between a. and a.? This work structure and physical design helped shape each team into one integrated and supportive unit. 15. What is the difference between a.. For better negotiation and communication, meetings were held between the team members and the managers so that every employee can give their views and opinions.

    Read More

  • Analysis Of The Malcomb Baldrige National Quality Award

    1030 Words  | 3 Pages

    Leadership: How upper management leads the organization toward best practices. 2. What is the difference between a.. Strategic planning: How the organization sets strategic goals and determines action plans. 3. What is the difference between a'smart' and a'smart'?

    Read More

  • Strategic Human Resource Management (SHRM)

    1178 Words  | 3 Pages

    The strategic human resource management become more important in organisation. It gives company a lot of benefits in their competitive advantages, however, there are also some challenges that the organisation need to examine it. There are some strategies that helps the organisation to minimize the challenges such as training and compensation for the employees that affected by offshoring. Thus, when the organisations apply SHRM, they will face some complications.

    Read More

  • Human Resource Challenges of the 21st Century

    1350 Words  | 3 Pages

    Changing the Roles. Traditionally, HR has been an administrative position — processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, with the emphasis on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people-oriented and protect their human capital, the staff.

    Read More

  • Leadership Style Essay

    1893 Words  | 4 Pages

    The process of their working is different but sometimes they work together. Managers are maintaining the organization structure and status. On the other hand leaders are setting goal, direction, find new ways and challenging. Manager’s activities depend on human, time, money and equipment included decision making, problem solving, planning, budgeting, controlling, discipline etc. Leader’s activities depending and leading on inspiring and empowerment included inspiration, motivation, team work, make relationships, teaching and couching etc.

    Read More

  • Jetblue Strategic Management

    759 Words  | 2 Pages

    HRM – Staff have access to executives and CEO – a culture/ philosophy of treating employees well and a reputation as a great place to work. Company profit sharing, high productivity of people and rapid advancements

    Read More

  • Case Analysis: RL Wolfe

    3133 Words  | 7 Pages

    HRM in any company is a weighty issue that needs much attention where business performance is linked to a HR strategy (Caldwell 2008; Ulrich et al. 2008). In the recent past, competition has become stiff, such that organizations need to come up with other means to compete in the extremely dynamic market world. Thus, companies have shifted their emphasis to Strategic Human Resource Management (SHRM) where they enhance and empower their personnel in order to increase the productivity and the services offered into the market (Mello 2006). This goes against the traditional ways of increasing the means of competition where organizations place emphasis on tangible resources. In the past, organizations competed in terms of machinery and acquisitions. This has changed greatly due to the changing customer tastes and the diversity of the market in the present (Delery & Doty 1996; Lengnick-Hall et al. 2009).

    Read More

  • Human Resources at Proctor and Gamble

    1821 Words  | 4 Pages

    First, the concept of multinational HR management will be outlined, followed by the discussion of the P&G case.

    Read More

  • The Importance Of HRM

    1484 Words  | 3 Pages

    According to this definition, we can see that human resource management should not merely handle recruitment, pay, and discharging, but also should maximize the use of an organization's human resources in a more strategic level. To describe what the HRM does in the organization, Ulrich, D. & Brocklebank, W. (2005) have outlined some of the HRM roles such as employee advocate, human capital developer, functional expert, strategic partner and HR leader etc.

    Read More

  • Sainsbury's Marketing Strategy

    1440 Words  | 3 Pages

    “Hr is shifting from focusing on the organisation of the business to focusing on the business of the organisation” (Zulmohd 2011). David Ulrich points out four distinctive roles of HR which makes the organisation most effective and produce competitive advantage. He planned to change the structure of HR function and build HR around roles. The four key HR roles identified by Ulrich, one HR business partner/strategic partner – aligning HR and business strategy which plays an important role in setting strategic direction. It builds strategic relationship with clients and strategically manages the development of the workforce. The second key role is administrative expert which creates and must deliver effective HR processes made to tailor business needs. It also involves managing people and HR related costs. To continue to the third key role, change agent which understands the organisations culture, and takes the responsibility to communicate those changes internally and gain its employees trust. The final key role identified by Ulrich is employee advocate which is a core in HR role represents employees and helps to improve their experience, protect employees’ interests and confirm strategic initiatives are well balanced. Employee advocates must also “ensure fair, ethical and equitable people processes and practices.” “David Ulrich’s HR Model is about defining the HR roles and

    Read More

  • Strategic Human Resource Management

    2031 Words  | 5 Pages

    The third stage in HRM development which began in the late 1970?s and early 1980?s was the realisation that effective HRM could give an organisation competitive advantage. Within this stage HRM is viewed as important for both strategy formulation and implementation. For example 3M?s noted scientists enable the company to pursue a differentiation strategy based on innovative products. At the competitive stage, then, human resources are considered explicitly in conjunction with

    Read More

  • Human Resources Management: The Challenges Of Human Resource Management

    777 Words  | 2 Pages

    According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding

    Read More

  • Human Resource Management In The Workplace

    796 Words  | 2 Pages

    Human Resource Management (HRM) can be defined as “the set of programs, functions, and activities designed and performed in order to capitalize on both employee as well as organizational effectiveness. It is a management function that helps organization in recruiting, selecting, and training, developing and managing

    Read More

  • Human Resource Management Case Study

    1735 Words  | 4 Pages

    Examine a significant way that the Joint Commission has influenced the basic functions of HRM and predict the likely impact of the policies and procedures at the your acute hospital. Provide support for your rationale.

    Read More

  • The Importance of the Human Resource Function

    5236 Words  | 11 Pages

    A human resource manager needs to plan ahead and know what is going on. in and outside the company labour market. He needs to be aware of the past, present and future trends of employment in a particular area. of the specialisation of the. He needs to know if there are available skills needed or if there are few people with the type of skills needed by the company.

    Read More

More about Questions On Strategic Human Resource Management

Open Document